The University values its employees and strives to maintain a compensation philosophy that is competitive and equitable. The Staff Equity Plan is a mechanism to bring staff salaries to a competitive and equitable level with commitment to continue efforts to recruit and retain a highly qualified and diverse workforce. At this time, this is a one-time plan to address inequities related to salaries of staff employees with five or more years of continuous Stanislaus State service in their classification.
This equity plan is based on years of service in a classification. Each classification’s salary range has been divided into three quartiles from the minimum to the maximum of the CSU-specified salary range. Each staff employee with 5 or more years of continuous years of Stanislaus State service in their specific classification has been placed into a quartile. Ninety-nine employees will receive an increase in compensation through the plan.
| Q1 5.0 -9.9 years |
Q2 10.0- 14.99 years |
Q3 15.0 + years |
|---|---|---|
| 25th percentile of range | 50th percentile of range | 75th percentile of range |
Staff Employees with 5.0 - 9.99 years of continuous service in their current classification have been placed at 1st Quartile. Employees with 5.0 – 9.99 years of continuous service in their current classification already at or exceeding the 1st Quartile of the salary range are not eligible an increase.
Staff Employees with 10.0 – 14.99 years of continuous service in their current classification have been placed near or at the 2nd Quartile. Employees with 10.0 – 14.99 years of continuous service in their current classification already at or exceeding the 2nd Quartile of the salary range are not eligible for an increase.
Staff Employees with 15.0 years or more of continuous service in their current classification have been placed near or at the 3rd Quartile. Employees with 15 years or more of continuous service in their current classification already at or exceeding the 3rd Quartile of the salary range are not eligible for an increase.
All staff employees were reviewed during this salary equity initiative, including those who previously received equity or other salary increases. This plan is for both state and non-state funded bargaining unit positions.
The Staff Equity Plan does not replace the In-Range Progression process available to employees through their collective bargaining agreement. If you believe you are eligible for an In-Range Progression, you may apply per the eligibility guidelines of your applicable collective bargaining agreement. Employees can obtain more information about submitting an In-Range Progression request on the Classification & Compensation page.
We would to take this opportunity to recognize and thank every staff member for the valued contributions they make to the University.
If you wish to contact our Classification & Compensation Team: malcantar7@csustan.edu or ext. 3747.
President's Message to Labor Council
September 20, 2017
Dear Members of Labor Council,
I am pleased to forward to all of you more detailed information and the timeline for implementation of our Staff Equity Salary initiative from Senior AVP of HREOC, Julie Johnson below. Thank you for your patience and understanding in this somewhat complex and time-consuming process. Of our total of 414 staff, approximately 99 staff will begin receiving personal letters from HR notifying them of their increase starting tomorrow. So I wanted to ensure that Labor Council receives this information today. (Apologies for sending this after 5 pm, but I am still in the LAX airport, returning from the Board of Trustees meeting in Long Beach). Julie, HR and her excellent team have been instrumental in making this initiative happen. So many thanks go to her and her team.
Finally, I am grateful to all of our dedicated staff for supporting our students and our campus. Thank you to everyone for your efforts in making our Stan State campus such a great place to work for our employees and a wonderful learning environment for our students.
Sincerely,
Ellen Junn
President, Stanislaus State
September 20, 2017
Dear Labor Council:
It is with great appreciation that HREOC is set to enact the Staff Equity Program, retroactively effective July 1, 2017. President Junn’s set aside of campus funds for the Staff Equity Program aligns with our Draft Strategic Plan: A Sense of Place, Inclusion, Transformation and Future. HREOC wants all employees to have a productive and valuable future with the University. The Draft Strategic Plan, Goal 4 introduction provides:
Staff employees at Stanislaus State play a vital role on campus, as their accomplishments are essential to the overall success of our institution. The recruitment and retention of talented staff are key elements for campus progress, and the University values the creation of staff training programs and career ladders that allow staff members opportunities to pursue excellence in their roles.
As discussed on August 18, 2017, increases will be awarded based on IRP criteria appropriate to each unit. Approximately ninety-nine employees will be receiving an equity award at a cost to the campus of approximately $559,000 in baseline budget wages.
The University Payroll Unit, under the leadership of Interim Payroll Manager and proud alumnus, Robin Lenz, has gone above and beyond to key retroactive pay and new salaries for the Program this week. This Staff Equity Program would not have been possible without the dedication of the Human Resources Unit under the leadership of Rebekah Temple, Meshell Alcantar and Patricia Gomez.
HREOC will continue to support the processing of IRPs as appropriate and as the budget permits. The HR website will have new links posted to explain the equity analysis methodology by Friday, September 22, 2017. Each staff member will have their Staff Equity Plan management-initiated IRP letters hand-delivered by one of our excellent HR employees, for a personal, “Thank you!”
Thank you for your patience as this plan has been developed. It reflects the University and President Junn’s commitment to being a workplace of choice in the Central Valley and is a concrete action in support of a key priority of the University’s Strategic Plan.
Sincerely,
Julie Johnson
Senior Associate Vice President
Human Resources, Equal Opportunity & Compliance